Job Description

Interprets engineering clients business and requirements to drive a staffing process to promote an optimal internal and external talent mix. Executes a hiring plan within aligned business groups. Identifies differentiated and alternative types of talent. Reviews data and market research and consults with the business to recommend and implement a hiring plan that addresses both business demand and talent availability. Elicits interest in passive, active, and potential candidates by using and telling business stories that represent Microsofts unique career possibilities, advantages, and rewards that are distinct from those of competitors. Leverages best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Leverages resources to deliver information to the client based on their unique motivators and knowledge of the Microsoft deal. Uses an understanding of talent markets and complex candidate profiles, as well as relationships with talent pools and communities, to identify, secure, and/or develop candidates for immediate and near-future needs and pipelines. Develops a pipeline that generates differentiated talent to meet the future needs of the business. Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates. Demostrates strong knowledge of product hiring in the industry .

Responsibilities

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Candidate Assessment & Screening

Identifies and gathers information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening and assessing of candidates.
Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates.

Candidate Attraction

Leverages best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Tracks candidate activity using systems and tools.
Elicits interest in passive, active, and potential candidates by using and telling business stories that represent Microsoft's unique career possibilities, advantages, and rewards that are distinct from those of competitors.
Leverages resources to deliver information to the client based on their unique motivators and knowledge of the Microsoft deal (e.g., compensation, benefits, perks, career development).

Candidate Experience

Maintains candidate satisfaction at all phases of the relationship by leveraging motivators and incentives to engage candidates and prepare them for next phases of the process. Identifies approaches to enhance candidate experience throughout hiring plans. Maintains Service Level Agreements (SLAs) to ensure timeliness of process completion.

Data Analysis & Hiring Plans

Reviews data and market research and consults with the business to recommend and implement a hiring plan that addresses both business demand and talent availability. Reviews and analyzes data to improve staffing performance.

Market Analysis and Channel Insights

Gathers external market data and performs analyses to identify market trends and channel insights. Identifies insights and shares recommendations within team.

Operational Compliance & Excellence

Maintains current documentation/information on candidates' qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Captures relevant data in recruiting platform and leverages data to inform meaningful insights.
Uses an understanding of the entire staffing lifecycle to apply the appropriate internal and external staffing policies, standards, and/or regulations to all stages of the staffing process. Educates clients on the appropriate processes and policies to ensure that compliance requirements are met.

Stakeholder/ Client Engagement
Executes a hiring plan within aligned business groups. Balances multiple timeframes and expectations for budget, scope, and time.
Interprets client's business and requirements to drive a staffing process to promote an optimal internal and external talent mix.
Identifies differentiated and alternative types of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that may not be typically considered, and provides recommendations to business area.


Identifies current and future talent needs through proactive exploration and analysis of market demands, and shares findings with the team. Executes plans to consult leaders to create new roles that bring in desired talent.
Progresses candidates through the interview and closing process, and works with other teams to meet candidate needs (e.g., onboarding, relocation, Visas, critical dependencies). Closes candidates by anticipating and responding to objections from the business while maintaining fiscal responsibility.

Talent Sourcing

Uses an understanding of talent markets and candidate profiles, as well as relationships with talent pools and communities, to identify, secure, and/or develop candidates for immediate and near-future needs and pipelines.
Develops a pipeline that generates differentiated talent to meet the future needs of the business. Identifies unique and non-traditional talent sources (e.g., university recruiting).

Workforce Analysis

Gathers internal data and performs analyses to identify current state of workforce talent/diversity. Identifies hiring needs and shares recommendations.

Qualifications

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Required or minimum qualifications

Bachelor's Degree AND 2+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR equivalent experience.

Additional or preferred qualifications

Bachelor's Degree AND 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR Master's Degree AND 3+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR equivalent experience.


Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.